Satish Mohapatra

Along with my colleague Bhaskar Das, I facilitated a client workshop with their top team. The HR head is a keen OD practitioner as well, and was (as per his note) learning from us along the way. Facilitation skills are learnt over time and each of us need to develop our own style. But some core concepts are useful to remember. At Think Talent Services, we tend to use some principles in facilitation, as in much of our Talent Management work. 1. The Carl Roger's philosophy : Help the helpee help themselves. (Our translation: Any individual or team must set their own agenda and actions, and work through the path themselves, with some nudges and insights from facilitators) 2. The Flow Model : Happiness comes from a deep immersion in one's work and challenges, and should be in the zone of stretch capability. (Our translation: The individual's or team's capability is a key ingredient in the equation of optimal performance, and must be examined with an clinical eye of external facilitators. There is no point in taking any team down a garden path) 3. The facilitator must first think of the client and the effectiveness/outcome of their work than creating an impression of goodness only. (Our translation: Sometimes facilitators can get caught in their own worldview, survival needs and the need to be appreciated as a facilitator, and can lose the larger purpose) We work with many clients and have a pool of great facilitators who work as part of our extended team. They all have their own styles, akin to leadership. There is no one facilitation style, one has to learn to develop one's own style and be comfortable with it. Not all those who come across you as a facilitator will 'like' that style, and many will love it, and find it useful. So choosing one's own path as a facilitator and coach is key to effectiveness. Here is a video about different styles of "orchestrating". This is one of my favourites and has helped me learn a lot in working with teams, as a leader, and as a facilitator. #facilitation #leadership #topteams Saurav R Mohanty Supreet Malhotra Rustom Vesavevala Shivin Tikoo Bhaskar Das Joe Chacko https://lnkd.in/gK3iq9Wm

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I have been grappling with anger,helpnesses and sadness since the Kolkata rape case story broke out.Everyday ever since had added more and more desparing news.Independence day celebration seemed like a mockery of justice. Page after page on social media is filled with outrage and protest.Yet within the corporate world there still seems to be a lack of vocalization on this critical issue. To all leaders out there, I pose a crucial question: Are we addressing this at the organizational level?Introspecting and evaluating how strongly POSH is being implemented and respected? To all Managers-How is this impacting and how are you adressing team morale,what fears do they have about their own safety, their mental health and overall motivation at work ? Hiring team-Will the anger outpour here be seen contextual and reflective of deep empathy or be branded as too emotional? Question for Self--What can i do apart from posting online?Please pour in suggestions ,how as a society we can move further? #Empathy #SocialChange #CorporateResponsibility

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Can technology solve needs of all what humans want in workplace? I was part of a round table moderated by Mrigank Tripathi yesterday as part of Future Forward conference curated ETHRWorld. While the discussion was all about how & what can tech enable in HR space. Many usual and innovative expectations right from recruitment marketing to attract talent upto giving right exit experience. It's a journey where end expectation is an ideal state of tech taking care of right talent to be picked from market with JD in place TO doing a level 3 of Kirk Patrick assessment for L&D funtion TO derive insights from talent heat mapping to unearth potential attrition with all of it having reliability score of 100 and the goal post keeps changing. Basically, digitalization and democratizing HR processes so that HRs become more strategic & transformational and less transactional. There is another question for which many vague answers came but nothing concrete to my personal view which is about Humans, satisfying mind, heart and soul in workplace. How much future forward we go with what ever technology we bring, satisfying mind soul and heart is never possible without authentic humane touch. It's imperative for HRs to clearly understand where to pause Tech interaction with employees and where HRs need to begin their intervention & interaction with employees. We should not forget HR is in the business of managing humans and not merely technologies. Thanks Madanmohan Mahendru Aditya Chopra★ Ayush Kumar for making me be part of this and seamlessly ensuring delegates presence. #hrtech #chatgpt #genai #llm #futureofwork #futureofworkplace #futureofHRM

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Are women expected to be more nurturing? Over the last 20 years, I have engaged with both male and female leaders through my coaching and facilitation work. My observations and research led to my book Powerful and Powerfulife which is about Feminine archetypes which impact leadership styles. Many men have also taken the Powerfulife Assessment to understand their leadership styles. So, I am looking forward to this interesting discussion brought to you by CII Southern Region and XL4W: XLRI for Women .

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As a non economist, my understanding of Budget 1. Given the global economic challenges, the Budget does a great job in balancing fiscal prudence and social upliftment. 2. It takes forward the government agenda of reform and simplification. 3. The focus on skilling, education, and employment will help drive long-term growth. 4. In a complex environment, Budget should be seen as one of the steps to take the country ahead. We shouldn't expect the Budget to be the answer for everything.

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In today's professional landscape, staying well-informed about Preventing Sexual Harassment (#POSH) is not just a #responsibility but a crucial aspect of promoting a #safe and #inclusive workplace. I recently completed 20 hours of rigorous POSH training with Protouch Dr. Aparna Sethi , where I gained valuable insights and key takeaways. 1.Organizations play a pivotal role in fostering a culture of #neutrality and #accountability. 2.To achieve this, organizations should provide clear channels for #reporting, ensure #confidentiality, and conduct #unbiased investigations. 3.The process should ensure employees feel #assured that their concerns are taken seriously and handled #objectively. 4.A neutral mindset when dealing with POSH cases is essential to ensure #justice is served and workplaces remain safe and #respectful. 5.This requires an informed approach, #empathy, #ethical decision-making, and a #dedication to ongoing learning. At the close of training we internalized that by upholding neutrality, we contribute to a more equitable and harmonious professional world where action aligns with words and justice prevails. I am so grateful that at Ramboll we have leaders who are committed to fostering a workplace where every individual feels valued. We also have a robust "#SpeakUp" mechanism that is handled by an empathetic and efficient compliance team. #HR #POSH #WorkplaceDignity #Respect #whyIworkatramboll #LeadershipCommitment Hanna Bay, Lone Tvis, Rohit Sharma ,Tina Albrechtsen, Anne Bornfeld,

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A rather nice thing happened to me last Friday. As we were winding up after completing an employee engagement festive quiz for a corporate client in Kolkata, a senior participant came up to me and said, "Souvik, I really enjoy your quizzes. You ask questions from things that are known to us, yet often unknown to us in some way. I always felt that quizzes were difficult and questions were asked on nerdy subjects, but your quizzes have changed my perceptions. This is the third year you hosted this quiz for us and I have liked them every year. Also, I like the way you encourage the teams to attempt your questions and you look genuinely happy when someone gets it right. Hope to participate in your quiz next year too." Thank you Sir for your nice compliments and I also hope to see you next year. You made my day! As a quizmaster, I have always believed that most questions in a quiz, if not all, should be from topics which majority of the participants have heard of. And, this is something I try to incorporate in every quiz I do. Also, I am REALLY happy when my questions get answered as a correct answer always shows a connect among participants, audience and quizmaster. Thank you Sir for your kind words, they will serve as encouragement for my future quizzes. #Quiz #Quizmaster #TriviaTales #employeeengagement #funatwork #corporatequiz

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𝙏𝙧𝙞𝙜𝙜𝙚𝙧 𝙒𝙖𝙧𝙣𝙞𝙣𝙜: 𝙏𝙝𝙞𝙨 𝙥𝙤𝙨𝙩 𝙙𝙞𝙨𝙘𝙪𝙨𝙨𝙚𝙨 𝙨𝙪𝙞𝙘𝙞𝙙𝙚 𝙖𝙣𝙙 𝙬𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚 𝙨𝙩𝙧𝙚𝙨𝙨. 𝙄𝙛 𝙮𝙤𝙪 𝙤𝙧 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙮𝙤𝙪 𝙠𝙣𝙤𝙬 𝙞𝙨 𝙨𝙩𝙧𝙪𝙜𝙜𝙡𝙞𝙣𝙜, 𝙥𝙡𝙚𝙖𝙨𝙚 𝙨𝙚𝙚𝙠 𝙨𝙪𝙥𝙥𝙤𝙧𝙩. Another life lost. 42-year-old Tarun Saxena took his life after enduring severe work pressure and mental distress for 45 sleepless days. His tragic death serves as a stark reminder of the harsh reality many employees face—pressure to meet unrealistic targets under toxic workplace conditions. Workplace stress is not just a side effect of ambition, it’s becoming a killer. This is not the first, nor sadly will it be the last, if we don’t change how we treat our people. I’m deeply disturbed by how easily some organizations push employees to the brink, all in the name of “productivity.” Where is the humanity in that? Too often, incompetent leaders push people to their limits instead of guiding them. Targets become more important than the well-being of the individuals working tirelessly to achieve them. This is a systemic failure that HR, leaders, and organizations at large need to address immediately. HR, the supposed guardian of culture, is frequently reduced to nothing more than paper-pushers. Culture, leadership, and well-being have become words that we say but don’t act upon. We need to shift the conversation from “meeting targets at all costs” to achieving those targets humanely. How? By implementing compassionate leadership, setting realistic goals, and most importantly, creating an environment where employees feel psychologically safe. It’s time to stop glamorizing burnout. Success should never come at the cost of someone’s mental and physical health. Leaders, this is your wake-up call. You are responsible for the well-being of your teams. It’s your duty to eliminate toxic workplace practices and focus on creating psychological safety. When employees are healthy, they are productive. It’s not rocket science. Begin by • Start normalizing conversations around mental health. • Train managers to lead with empathy, not fear. • Foster a culture of feedback, where employees can speak up without fear of retribution. To anyone suffering from extreme workplace stress: 𝙉𝙚𝙫𝙚𝙧 𝙩𝙤𝙡𝙚𝙧𝙖𝙩𝙚 𝙝𝙖𝙧𝙖𝙨𝙨𝙢𝙚𝙣𝙩 𝙤𝙧 𝙞𝙣𝙝𝙪𝙢𝙖𝙣𝙚 𝙩𝙧𝙚𝙖𝙩𝙢𝙚𝙣𝙩, and 𝙧𝙚𝙢𝙚𝙢𝙗𝙚𝙧—𝙚𝙣𝙙𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙡𝙞𝙛𝙚 𝙞𝙨 𝙣𝙤𝙩 𝙩𝙝𝙚 𝙨𝙤𝙡𝙪𝙩𝙞𝙤𝙣. The aftermath of such a decision leaves your loved ones in a limbo of pain, while those responsible for toxic behaviors go unchallenged. By taking that step, you allow workplace bullies to get away with their actions. 𝙎𝙩𝙖𝙣𝙙 𝙪𝙥 𝙩𝙤 𝙝𝙖𝙧𝙖𝙨𝙨𝙢𝙚𝙣𝙩, 𝙨𝙚𝙚𝙠 𝙨𝙪𝙥𝙥𝙤𝙧𝙩, 𝙖𝙣𝙙 𝙛𝙞𝙜𝙝𝙩 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙬𝙚𝙡𝙡-𝙗𝙚𝙞𝙣𝙜.Your life is far more valuable than any job. https://shorturl.at/jGgaH #MentalHealthMatters #WorkplaceStress #Leadership #PsychologicalSafety #WellBeingAtWork #WorkplaceCulture

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Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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The Organization’s Shadow (read it slowly, and a couple of times) Many of us have worked in our organizations towards building the ESPOUSED Vision, Culture, Values, Strategies, Org Structure, Policies etc. These are explicit formal 'rational factors' which are the 'chosen face' of the organization. These collectively form the legitimate system, the 'Persona' of the organization. When we choose these explicit formal 'rational factors', we also (un-willingly or not in complete awareness) create the implicit informal 'non-rational factors' of the organization. These lie outside the purview of the 'legitimate system'. These collectively form the 'Shadow' of the organization. In contrast to the 'Persona' organized by those in authority, the 'Shadow' is self-organizing, serves people's personal needs and supports people in being who they are rather than how the organization 'wishes' them to be. There is always a gap between 'espoused theory' (espoused vision, values, culture, policies etc.) and the 'theory-in-use' (how work actually gets done). The 'Shadow' accounts for the difference. The 'Shadow' is natural and indeed necessary. The Shadow is real and is a source of considerable energy and power. Without the support of the 'Shadow' any initiative in the organization is unlikely to succeed. For example, organizational norms regarding conflict management reflect organizational attitudes about shadow. If it is deemed to be important to be nice and pleasant in communications and "not nice" thoughts or honest feelings are not acceptable, problems may not be identified at all or will be stated in such a way that won't allow for their constructive resolution. Organizations spend a lot of money helping employees learn to deal with the “symptoms” of shadow, without getting into the underlying causes and content within the shadow. Repression and suppression of shadow is energy-consuming and reduces creativity and productivity in the organization. For the organization to be whole and healthy it becomes essential for it to accept & integrate its 'Shadow' as much as it espouses its 'Persona'. #organizationshadow #shadowwork

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Dear Friends, I shall be penning down a book namely 'Transition from HR Manager to HR Leader'. These are the probable topics which I shall cover. I shall visit 25 HR leaders across the regions for their views. Appreciate your feedback to make it a great book for the HR fraternity. Here are 12 potential chapters to help you transition from HR Manager to HR Leader: Chapter 1: Introduction to HR Leadership - Defining HR leadership and its importance - Your personal journey and motivation Chapter 2: Strategic Thinking in HR - Understanding business objectives and aligning HR strategies - Developing a long-term perspective Chapter 3: Building Credibility and Influence - Establishing trust with stakeholders - Effective communication and persuasion techniques Chapter 4: Talent Management and Development - Strategic workforce planning and succession planning - Coaching and developing high-potential employees Chapter 5: Employee Engagement and Experience - Creating a positive work culture and environment - Designing employee experiences that drive engagement Chapter 6: Diversity, Equity, and Inclusion - Building a culture of inclusivity and respect - Strategies for promoting diversity and equity Chapter 7: Digital Transformation in HR - Leveraging technology for HR processes and analytics - Building a digital HR strategy Chapter 8: Data-Driven Decision Making - Using data and analytics to inform HR decisions - Measuring HR's impact on business outcomes Chapter 9: Change Management and Leadership - Leading organizational change and transformation - Strategies for effective change management Chapter 10: Building a High-Performing HR Team - Developing HR talent and skills - Creating a high-performing HR team culture Chapter 11: Ethics and Professionalism in HR - Ethical considerations in HR practice - Maintaining professional standards and certifications Chapter 12: Conclusion and Future Directions - Summarizing key takeaways - Future trends and directions in HR leadership Do give me quality inputs / suggestions etc.

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I am surprised at this article. All organizations having 10 or more employees need to form an Internal Committee (IC) at the workplace. The IC handles complaints of sexual harassment received by it. It has the powers of a Civil Court in summoning attendance of parties including production of documents. The complaints are handled as per the provisions of Sexual Harassment of Women at the workplace( Prevention, Prohibition and Redressal) Act 2013 also known as the POSH Act 2013. In the 5 complaints mentioned in the article, there is not even a whisper of the POSH Act being followed in handling the complaints of sexual harassment. HR is mentioned but there is no mention whether or not HR forwarded the complaint to the IC. It is well known that if the law prescribes that something has to be handled in a specific manner, it has to only be handled in that manner and no other manner. https://lnkd.in/dbRB4m6N #poshact #sexualharassment

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I recently had the pleasure of being interviewed by Vedansh Sharma, a dedicated master's student from Aston University, Birmingham. We dove deep into the topic of Executive Presence, unraveling common myths and exploring its true essence. Vednash’s curiosity and thoughtful questions made our conversation not just enlightening but truly enjoyable. We covered everything you need to know about what Executive Presence really means and how it can be cultivated. 🔗 Check out the full podcast here #ExecutivePresence #Leadership #Podcast #AstonUniversity

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The #AntiDiscrimination_Committee gives important guidance in keeping our functioning disciplined and without discrimination. This committee helps Anubhuti Trust take courageous decisions, for organizational policies, and overall analysis of values system with harsh as well as transparent guidance. As the organization's director, when we feel like we are in a quandary regarding some decisions, changes or for any novel things,. there, these companions of the Committee fulfill very important roles. The members on this committee are our witnesses. Anti Discrimination committee member Saher as this meeting's facilitator was very effective.. This committee has been functioning since the last 7 years. Every year, new members are nominated. Their appointment means the journey of seeing the organization from transparent lens. This process is not easy because feedback and decisions are not always pleasant to everyone.. But from this, values systems keep getting stronger for sure

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At the recently concluded #SHRMIAC24 #Delhi, organised by SHRM India, where I was truly inspired by the panel discussion on "Mindset Matters, But ‘Heartset Leads’ - Evolving Leadership for an Exemplary EX." The panelists, Dinusha Jayamanne, Bhanu Sharma, and Karuna Vempala and expertly moderated by Nitya Vijaykumar, delivered a powerful message about the future of leadership. This discussion resonated deeply with me, particularly its emphasis on vulnerability, empathy, and truly understanding our teams. It's not enough to simply acknowledge employees as our biggest asset; we need to demonstrate genuine care and recognize their humanity. 3 Key Takeaways: 🧠Vulnerability is Strength: Leaders who show vulnerability create a safe space for their teams to do the same, fostering trust and authenticity. 🧠Empathy is Key: Understanding and responding to the emotions of our employees is crucial for building strong relationships and a positive work environment. 🧠Actions Speak Louder: We need to go beyond words and demonstrate care through our actions, creating a culture where employees feel valued and supported. Thank you to the panelists and moderator for this insightful session! It's time for leaders to embrace their heartset and lead with empathy and vulnerability. #leadership #vulnerability #empathy #SHRMIndia #SHRM Luminary Learning Solutions #GrowingLeaders

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In the hustle and bustle of our daily routines, we sometimes lose track of time. Just yesterday, I was penning down my thoughts, utterly convinced that it was Friday. Well, today is unmistakably Friday and it's time to wrap up the week's reflections. Whether or not you've noticed it, you have grown, you have evolved, you have moved closer to the person you aspire to be. In the middle of all our pursuits - personal, professional, or entrepreneurial - let's pause, let's appreciate the journey we've undertaken. It's not just a date on the calendar, it's a marker of our personal evolution. As we set the sun on this week, let's do more than simply wrap up. Let's take a moment to reflect upon the journey we've traversed, the challenges we've overcome, and the victories we've earned. These experiences, no matter how small, are stepping stones on our path to growth. So, what insights has this week brought you? What victories are you celebrating? And how have they propelled you closer to the person you aspire to be? Hit the like button, follow, and comment if you like my post. 😀 https://lnkd.in/g89x-5cT My Superpower: https://bit.ly/3SN6eBL #AskCoachFab #AuthenticFab #Authenticpointsg #AuthenticmomentwithFab #LBFAlumni #SkyHighTower #AmusingFab4949 #ItsReallyFriday

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I see many discussions on ROI of training however I feel that there is something called Return on Not Acting (RONA) & Return on Not Investing ( RONI). Pertaining to "learning" RONA & RONI might be intangible but certainly very destructive in this changed world we live in. #learning #learningofkaps

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Despite the POSH Act (Prevention of Sexual Harassment at Workplace Act) being a crucial piece of legislation since 2013, covering all organizations, workspaces, companies and establishments and even though Companies Act 2013 imposes strict obligation to companies on disclosure on formation of Internal Complaints Committee and complaints addressed, very few are compliant, and even fewer report cases. With growing Diversity, employee awareness and need for safe and respectful working environment, it is imperative that businesses take this act seriously to enhance morale and productivity. ● Adhering to POSH regulations demonstrates a commitment to ethical practices, social responsibility and good corporate governance, attracting and retaining talent. ● It promotes gender equality and inclusivity, essential for innovation and growth. ● POSH Compliance mitigates legal risks, protecting companies from costly lawsuits and reputational damage. ● Non-compliance not only jeopardizes employee well-being but also exposes the company to penalties and negative publicity, undermining credibility and market position. #POSHACT2013 #SAFEWORKINGENVIRONMENT #GENDEREQUALITY #DIVERSITYANDINCLUSION position.https://

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